Common use of Candidate Selection Process Clause in Contracts

Candidate Selection Process. a. The interview panelists will recommend their most qualified candidate(s) to the hiring Department Manager. The hiring Department Manager will make the final determination of which candidate will be offered the position after confirming with the Human Resources Manager. The Department Manager will take into consideration all of the information gathered during the interview panel, written test results if any, and the entirety of the application of each individual including the candidate’s length of service with the District; however, no one factor will be relied upon exclusively . The decision to select an internal applicant for promotion or transfer is the District’s prerogative, and is not grievable. b. Once an applicant has been selected, the hiring Department Manager will inform any internal applicants not selected. The Human Resources Department will notify all other applicants. c. If an internal applicant who is not selected disputes the hiring Department Manager’s decision, the applicant may submit the dispute in writing to the Human Resources Manager within 15 days of the hiring Department Manager’s decision. The Human Resources Manager will then conduct interviews with the panelists and consider the entire selection process, and will provide the results to the General Manager who may take whatever appropriate action may be warranted.

Candidate Selection Process. a. The interview panelists will recommend their most qualified candidate(s) to the hiring Department Manager. The hiring Department Manager will make the final determination of which candidate will be offered the position after confirming with the Human Resources Manager. The Department Manager will take into consideration all of the information gathered during the interview panel, written test results if any, and the entirety of the application of each individual including the candidate’s length of service with the District; however, no one factor will be relied upon exclusively exclusively. The decision to select an internal applicant for promotion or transfer is the District’s prerogative, and is not grievable. b. Once an applicant has been selected, the hiring Department Manager will inform any internal applicants not selected. The Human Resources Department will notify all other applicants. c. If an internal applicant who is not selected disputes the hiring Department Manager’s decision, the applicant may submit the dispute in writing to the Human Resources Manager within 15 days of the hiring Department Manager’s decision. The Human Resources Manager will then conduct interviews with the panelists and consider the entire selection process, and will provide the results to the General Manager who may take whatever appropriate action may be warranted.

Candidate Selection Process. a. The interview panelists will recommend their most qualified candidate(s) to the hiring Department Manager. The hiring Department Manager will make the final determination of which candidate will be offered the position after confirming with the Human Resources Manager. The Department Manager will take into consideration all of the information gathered during the interview panel, written test results if any, and the entirety of the application of each individual including the candidate’s length of service with the District; however, no one factor will be relied upon exclusively . The decision to select an internal applicant for promotion or transfer is the District’s prerogative, and is not grievable. b. Once an applicant has been selected, the hiring Department Manager will inform any internal applicants not selected. The Human Resources Department will notify all other applicants. c. If an internal applicant who is not selected disputes the hiring Department Manager’s decision, the applicant may submit the dispute in writing to the Human Resources Manager within 15 days of the hiring Department Manager’s decision. The Human Resources Manager will then conduct interviews with the panelists and consider the entire selection process, and will provide the results to the General Manager who may take whatever appropriate action may be warranted. d. An internal applicant selected for a position for promotion or transfer who has at least five

Candidate Selection Process. a. The interview panelists will recommend their most qualified candidate(s) to the hiring Department Manager. The hiring Department Manager will make the final determination of which candidate will be offered the position after confirming with the Human Resources Manager. The Department Manager will take into consideration all of the information gathered during the interview panel, written test results if any, and the entirety of the application of each individual including the candidate’s length of service with the District; however, no one factor will be relied upon exclusively exclusively. The decision to select an internal applicant for promotion or transfer is the District’s prerogative, prerogative and is not grievable. b. Once an applicant has been selected, the hiring Department Manager will inform any internal applicants not selected. The Human Resources Department will notify all other applicants. c. If an internal applicant who is not selected disputes the hiring Department Manager’s decision, the applicant may submit the dispute in writing to the Human Resources Manager within 15 days of the hiring Department Manager’s decision. The Human Resources Manager will then conduct interviews with the panelists and consider the entire selection process, and will provide the results to the General Manager who may take whatever appropriate action may be warranted.